ساخت مدل ارتباطي نقش ايزو در كيفيت آموزش نيروي انساني

Building an ISO Model of the Role of Communication in the Quality of Human Resource Training

ﻣﯿﻨﻪ و ﻫﺪف ﻫﺪف از اﯾﻦ ﭘﮋوﻫﺶ ﻃﺮاﺣﯽ و ﺗﺒﯿﯿﻦ ﻣﺪل ارﺗﺒﺎﻃﯽ ﻧﻘﺶ اﯾﺰو در ﮐﯿﻔﯿﺖ آﻣﻮزش ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﻮد.ﻣﻮاد و روشﻫﺎ ﭘﮋوﻫﺶ ﺣﺎﺿﺮ، ﮐﺎرﺑﺮدي و ﺗﺮﮐﯿﺒﯽ)ﮐﻤﯽ و ﮐﯿﻔﯽ( ﺑﻮد ﮐﻪ ﺑﺎ اﺳﺘﻔﺎده از روش ﻧﻈﺮﯾﮥ دادهﺑﻨﯿﺎد اﻧﺠﺎم ﺷﺪ. ﺟﺎﻣﻌﮥ آﻣﺎري ﭘﮋوﻫﺶ در ﺑﺨﺶ ﮐﯿﻔﯽ اﺳﺘﺎدان و ﺧﺒﺮﮔﺎن)10 ﻧﻔﺮ( ﺑﻮدﻧﺪ ﮐﻪ ﺑﺎ روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﻫﺪﻓﻤﻨﺪ اﻧﺘﺨﺎب ﺷﺪﻧﺪ و در ﺑﺨﺶ ﮐﻤﯽ ﻫﻤﮥ ﮐﺎرﮐﻨﺎن ﺑﯿﻤﺎرﺳﺘﺎن اﻣﯿﺮاﻟﻤﻮﻣﻨﯿﻦ ﺗﻬﺮان)370 ﻧﻔﺮ( در ﺳﺎل 1398 ﺑﻮدﻧﺪ ﮐﻪ ﺑﺮ اﺳﺎس ﻓﺮﻣﻮل ﮐﻮﮐﺮان 226 ﻧﻔﺮ ﺑﺎ روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﺗﺼﺎدﻓﯽ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. دادهﻫﺎ ﺑﺎ ﭘﺮﺳﺶﻧﺎﻣﮥ ﻣﺤﻘﻖﺳﺎﺧﺘﮥ ﮐﯿﻔﯿﺖ آﻣﻮزش ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ)40 ﮔﻮﯾﻪ( ﮔﺮدآوري ﺷﺪ. رواﯾﯽ ﺻﻮري و ﻣﺤﺘﻮاﯾﯽ اﺑﺰار ﺑﻪوﺳﯿﻠﮥ ﻣﺘﺨﺼﺼﺎن و ﭘﺎﯾﺎﯾﯽ آن ﺑﺎ روش آﻟﻔﺎي ﮐﺮوﻧﺒﺎخ ﺗﺄﯾﯿﺪ ﺷﺪ. دادهﻫﺎ ﺑﺎ روشﻫﺎي ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ اﮐﺘﺸﺎﻓﯽ و ﻣﺪلﯾﺎﺑﯽ ﻣﻌﺎدﻟﺎت ﺳﺎﺧﺘﺎري ﺑﻪ ﮐﻤﮏ ﻧﺮماﻓﺰار PLS ﺗﺤﻠﯿﻞ ﺷﺪﻧﺪ. ﯾﺎﻓﺘﻪﻫﺎ ﻃﺒﻖ ﯾﺎﻓﺘﻪﻫﺎ، ﮐﯿﻔﯿﺖ آﻣﻮزش ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ داراي ﭘﻨﺞ ﻣﺆﻟﻔﮥ ﻧﯿﺎزﺳﻨﺠﯽ آﻣﻮزﺷﯽ، ﻃﺮاﺣﯽ ﺑﺮﻧﺎﻣﮥ آﻣﻮزﺷﯽ، اﺟﺮاي ﻓﺮاﯾﻨﺪ آﻣﻮزش، ارزشﯾﺎﺑﯽ ﻓﺮاﯾﻨﺪ آﻣﻮزش و ﭘﺎﯾﺶ ﻓﺮاﯾﻨﺪ آﻣﻮزش ﺑﻮد. ﻧﺘﯿﺠﻪﮔﯿﺮي در اﯾﻦ ﻣﺪل ﻣﺆﻟﻔﻪﻫﺎي ﻣﺬﮐﻮر ﺑﻪﺗﺮﺗﯿﺐ ﺑﺎ درﺻﺪ وارﯾﺎﻧﺲ 6/72 ،7/84 ،8/79 ،11/83 و 6/72 ﺑﯿﺸﺘﺮﯾﻦ ﺗﺄﺛﯿﺮ را در ﮐﯿﻔﯿﺖ آﻣﻮزش ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ داﺷﺘﻨﺪ. ﻫﻤﭽﻨﯿﻦ ﻣﺆﻟﻔﻪﻫﺎ ﺗﻮاﻧﺴﺘﻨﺪ ﺑﺎﻫﻢ 77/70 درﺻﺪ وارﯾﺎﻧﺲ ﮐﯿﻔﯿﺖ آﻣﻮزش ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ را ﺗﺒﯿﯿﻦ ﮐﻨﻨﺪ و ﻣﺪل ﺑﺮازش ﻣﻨﺎﺳﺒﯽ داﺷﺖ.

Background and objective: The current study aimed to design and explain the communication model of ISO role in human resource education quality. Materials and Methods: This study was cross-sectional (quantitative and qualitative) that was done via Grounded theory. The statistical population of the study in the qualitative section included professors and experts (n=10) who were selected by purposive sampling method and in the quantitative section, the statistical population was all employees of Tehran Amir al-momenin Hospital (n=370) in the year 2019 that based on the Cochran formula, 226 people were selected by random sampling. Data were collected using a researcher-made questionnaire on the quality of human resources education (40 items). The face and content validity of the instrument was confirmed by experts and its reliability was confirmed by Cronbach's alpha method. The data were analyzed by exploratory factor analysis and structural equation modeling via PLS software. Findings: The results showed that the quality of human resources education had five components of educational needs analysis, curriculum design, and implementation of the training process, evaluation of the training process and monitoring of the training process. Conclusion: In this model, the mentioned components had the most impact on the quality of human resources education with 11.83%, 8.79%, 7.84%, 6.72% and 6.72% variance, respectively. Also, the components were able to explain 77.70% of the variance in the quality of human resources training and had a good fit model.